HR Insights Magazine: Winter Issue

November 19th, 2018

Feature Article: ABR Professional Search

In every edition of our HR Insights Magazine, influential and wide-ranging thought leaders in HR, recruitment, staffing, management, and other fields discuss themes that are relevant to our clients’ businesses.

The feature article of this issue spotlights our professional search division. CEO Jim McNett explains how contingent and priority search services were created to in response to client needs for mid-level management positions.

contingent priority search

Great Ideas & Partnerships Begin With A Conversation

If you are having trouble finding your perfect candidate, take some time to reconsider how—and where—you’re searching for and evaluating them. They may already be in our database! We can help you reframe your search criteria and focus your efforts in new directions so you have more success in finding what you need. Get in touch with us now.

Workplace Inclusivity: There’s Still Work To Do

November 15th, 2018

We’ve Come a Long Way, Baby?

It seems hard to believe, but according to the U.S. Bureau of Labor Statistics, women now make up 51.6% of the employees in “management, professional, and related occupations” in the USA. That’s a magnitude of change from how things were just thirty years ago! Pursuing greater inclusivity helps organizations hire and promote the best talent without being misled by biases, live up to the corporate value of fairness, and create work environments that engage everyone. Things are better today, but there is still plenty of work to be done to increase inclusivity in the workforce.

Fix gender imbalance in other roles

Women and men may be approaching equal representation in professional and managerial jobs, but what about other areas? Consider, for example, jobs such as a roofer, stonemason, crane operator, and carpenter, which are over 95% male; and jobs such as dental hygienist, speech-language pathologist, and early-childhood teacher, which are over 95% female. (And before tackling any of those, HR–in which women are overrepresented–should probably get its own house in order first.)

Tap other overlooked or underrepresented talent pools

Just as women have long been an overlooked talent pool, there are almost certainly other groups that are similarly under tapped. These might include groups that have faced discrimination, such as overweight people, for example, or people who are short, whose voices are a certain pitch, or who have some other characteristic that might elicit prejudice against them. Making this a priority is not only good for business but also helps companies promote fairness.

Help overlooked people in need

If the goal is compassion, then the inclusion movement might consider groups in need who are overlooked. For example, there are many people who are highly stressed because they have a close relative who suffers from addiction or a severe mental illness. These people typically soldier on without complaining. A worthy social responsibility goal for diversity and inclusion departments is to help these people in need.

Focus on individuals rather than on groups

Companies that want the best candidates need to stop overlooking people for appearance reasons (e.g., body shape, tattoos, fashion style) connected to stereotypes and assumptions about certain groups. Instead, the organization should make better use of assessment tools so that really hire the best person for the job–a practice that is both good for business and fair to candidates. Similarly, initiatives that actively promote environments in which all individuals get along may be more useful than initiatives that stress group-based cooperation.

Looking to add talent to your  workplace?

The award-winning Best of Staffing team at ABR Employment Services will help you add exceptional people to your team. Just tell us who your ‘ideal’ candidate is and we’ll do the rest.

Editorial Note: Portions of this blog originally appeared in the November, 2018 edition of ABR Employment Services magazine, ABR HR Insights. It  was originally written by David Creelman, CEO of Creelman Research.

OSHA Position Post-Incident Drug Tests & Safety Incentive Programs

November 8th, 2018

On Oct. 11, 2018, the Occupational Health and Safety Administration (OSHA) sent a Standard Interpretation Memorandum to its regional administrators and to state plan designees clarifying its position on post-incident drug tests and safety incentive programs. According to the memo, such tests and programs are permitted if properly written and implemented.

Background

Federal law and OSHA regulations prohibit retaliation against employees for reporting work-related injuries and illnesses. In May 2016, OSHA published a final rule interpreting the retaliation prohibition broadly. The rule stated that some post-incident drug testing and safety incentive programs may deter employees from reporting injuries and illnesses, thus resulting in unlawful retaliation. It left employers uncertain as to when implementing such testing and programs could result in citations by the agency for alleged retaliation.

The October 2018 memo sets out OSHA’s new policy, stating that “[a]ction taken under a safety incentive program or post-incident drug testing policy would” not violate anti-retaliation requirements unless “the employer took the action to penalize the employee for reporting a work-related injury or illness rather than for the legitimate purpose of promoting workplace safety and health.”

Post-Incident Drug Testing

OSHA’s new memo specifically states that “most instances of workplace drug testing are permissible.” According to the agency, examples of permissible drug testing include:

• “Random drug testing”;

• “Drug testing unrelated to the reporting of a work-related injury or illness”;

• “Drug testing under a state workers’ compensation law”;

• “Drug testing under other federal law, such as a U.S. Department of Transportation rule”; and

• “Drug testing to evaluate the root cause of a workplace incident that harmed or could have harmed employees. If the employer chooses to use drug testing to investigate the incident, the employer should test all employees whose conduct could have contributed to the incident, not just employees who reported injuries.”

So employers may lawfully implement not only random drug testing programs, but also post-incident drug testing programs, as long as all employees whose conduct could have contributed to the incident – and not just the employees who were injured in the incident – are tested.

Safety Incentive Programs

OSHA’s new memo further notes that “[i]ncentive programs can be an important tool to promote workplace safety and health.” According to the agency, incentive programs that provide positive “rewards [to] workers for reporting near-misses or hazards” and encourage “involvement in a safety and health management system” are “always permissible.”

The memo also says “rate-based” programs that reward employees “with a prize or bonus at the end of an injury-free” period or evaluate managers “based on their work unit’s lack of injuries…are permissible…as long as they are not implemented in a manner that discourages reporting.” “[W]ithholding a prize or bonus because of a reported injury” is allowed “as long as the employer has implemented adequate precautions to ensure that employees feel free to report an injury or illness.” These precautions can include:

• “[A]n incentive program that rewards employees for identifying unsafe

conditions in the workplace”;

• “[A] training program for all employees to reinforce reporting rights

and responsibilities [that] emphasizes the employer’s non-retaliation policy”; and

• “[A] mechanism for accurately evaluating employees’ willingness to report

injuries and illnesses.”

This means employers may lawfully implement safety incentive programs if steps are taken to ensure employees feel free to report injuries and illnesses.

Bottom Line

OSHA’s new memo recognizes the value of post-incident drug testing and safety incentive programs if applied in a consistent and non-retaliatory manner. Employers should review their drug testing procedures and incentive programs for compliance with the agency’s new guidance.

The content of this blog originally appeared in our November 2018 e-newsletter, ABR HR Insights. It was written by David E. Dubberly, a member of Nexsen Pruet, LLC. See more workplace safety blogs here.

Job Search Tips & Job Search Support Webinars

November 1st, 2018

Looking for job search tips that work? Or wonder about how do you go about finding your passion? Ever think job post applications are a time-waster? Want assistance to  overcome barriers in your job search? You’ve come to the right place! We’ll cover all of these topics this month during our free webinars. A live Q&A session will be held at the end to address your questions.

Finding Your Passion


Date: Tuesday, November 6th
Time: 11:00 am CST

Description:  Since work is so much a part of our lives, we want it to be meaningful and fulfilling. Come find out why and how to get the answers you need to find your passion. During this session you will:

• Learn how to instantly build your self-confidence
• Learn the essentials needed shift your emotions empowering you toward your future
• Learn how to accelerate your success and how to stay on your path
• Learn how to eliminate unwanted habits and behaviors that are holding you back

Join us to discover your unique contribution and gain access to all the resources within you to fulfill your purpose with power. It will be energizing, inspiring, and fun!

 

Job Search Tips 2018


Date: Tuesday, November 13th
Time:10:00 am CST
Description: Finding a job is not rocket science, but it can be overwhelming if you are not obtaining results from your efforts. During this session, you will learn the following:

• What works in today’s job market
• How to get the attention of Hiring Authorities
• The importance of your Social Media Presence
• The dynamic duo of LinkedIn and Keywords

 

Are Applying to Job Postings Worth Your Time?


Date: Monday, November 19th
Time: 2:00 pm CST
Description: It’s important to spend your valuable time on activities that will provide you with the greatest chance of success in your job search. During this session, you will learn how to:

• Identify viable job postings
• Screen for red flags in job postings
• Determine Best Use of your Time
• Get your resume in the hands of Hiring Authorities

 

Overcoming Job Search Barriers


Date: Monday, November 26th
Time: 2:00 pm CST
Description: It is estimated that eight out of ten employees currently working would change their job if given a better opportunity. That is great news for someone like you who is conducting a job search. During this session, we will discuss some of the greatest barriers you are facing in your job search including the following:

• Social Media
• The Mental Game
• Over-qualified or Under-qualified
• Too Many Choices

Your Employment Connection to the Future
Our monthly free webinars are just one tool we offer people looking for work. Partner with us on your job search. We’ll help you get noticed by area employers that are hiring and provide personal support along the way! Contact any ABR location to get started.